Abstract
Relatively little attention seems to be placed in the literature on the bases by which organisational consultants actually organise and follow through their management and manager development work. Yet effective influencing rests in part on the consultants themselves understanding their own biases in the way they do their work and on their ability to “tune in” to themselves as the various work activities proceed. Competence in action will also be enhanced by a working familiarity with central ideas and practice in the field of organisation and manager development.
Sign-in/Register to access full text options 
Talk to us
Join us for a 30 min session where you can share your feedback and ask us any queries you have
Schedule a callDisclaimer: All third-party content on this website/platform is and will remain the property of their respective owners and is provided on "as is" basis without any warranties, express or implied. Use of third-party content does not indicate any affiliation, sponsorship with or endorsement by them. Any references to third-party content is to identify the corresponding services and shall be considered fair use under The CopyrightLaw.
